Category: COVID-19

How to Successfully Engage with Remote Work Teams

Posted on by jpatel

While remote work is new for some — especially amidst the changes that organisations have implemented since the outbreak of coronavirus (COVID-19) across the globe —  I have been working from a home office off and on for almost 20 years, and it’s allowed me to be uniquely prepared for the new reality that COVID-19 has brought to the workforce. 

I have been fortunate to work for a few companies, including PeopleScout, who were very comfortable with a virtual work environment — in some cases, almost everybody in the organisation was working remotely. I also worked for several years where the culture was the opposite, and it would have been impossible for me to advance in my career if I was unable to physically come into the office each day. That experience really solidified what I already knew — I thrive in a remote work environment. 

The experience I’ve had working remote for most of my career has been an absolute blessing. It’s allowed me to spend extra time with my kids, work flexible hours and form relationships with colleagues who I would not have met if I were only working in an office. 

At PeopleScout, nearly half our teams were regularly working remote before COVID-19 social distancing protocols were put in place, and our experience managing these remote teams has helped in the transition as that number increases. 

In this article, I’ll share how to determine whether a remote work strategy is right for your organisation during this time, highlight some best practices for engaging and managing a team of remote workers and outline the reasons why remote work matters. 

Is Remote Work Right for Your Organisation? 

Due to COVID-19 social distancing protocols, many people who wouldn’t normally fit the criteria for remote work are now adjusting to working virtually. However, in a scenario when you have the choice for whether a role should be remote, there are some ways you can help make that determination.  

How can you be sure if a remote work programme fits into your organisation? Consider the following: 

Does your team need to be together? 

If your team works best with a lot of hands-on collaboration, like brainstorming sessions, whiteboarding, and other in-person activities, shifting to remote might be challenging. But if you find that it isn’t truly necessary for each team member to meet face-to-face each day, a virtual strategy could work. Consider collaborative documents and team video calls to offset the facetime you’d be missing if everyone were in the office. 

Do my employees have the tools they need to work virtually? 

In order to successfully communicate and complete tasks, a remote work strategy is dependent on workers having access to a computer, internet and phone. If they do, you’ll also want to restructure your onboarding process to account for remote workers. Although virtual workers can work flexible hours, you’ll want to make sure they understand if there are any specific hours they are required to be “online.” Also, ensure everyone is aware of any time zone differences that could impact communication. 

Can roles be converted to remote? 

Certain roles, such as client-facing or other positions where working in person is a necessity, might not be able to shift to remote work as easily as positions where a person primarily works on a computer. Alternately, if your clients are spread over a wide geography, a virtual worker might be closer to a client and be able to provide even better service than an employee in your main office. Consider offering other benefits, perks and flexible work options to employees where full-time virtual work isn’t a viable option to ensure that no employee feels left out.  

Remote work doesn’t have to be all or nothing. There’s a spectrum when it comes to flexible work options, and here are a few examples: 

  • Part-time telecommuting  
  • Weekly/monthly work from home days 
  • Sponsored co-working spaces outside of the office 

What Does a Successful Remote Team Look Like? 

Whether an employee is newly hired for a remote role or you’re transitioning an existing position to remote due to COVID-19, utilising the right technology is critical. Tools like Slack, Asana and Zoom can simplify employee collaboration and serve as a substitute for face-to-face interactions in a virtual environment.  

In addition to utilising these communication tools, here are some additional tips for staying connected with remote workers that I use while leading teams at PeopleScout:  

  • Set up regular phone calls. I make sure to schedule weekly check-ins with each of my team members to see how they are doing and to stay aligned on project updates.  
  • Embrace informality. When teams are working from a large distance apart, informal communication (in addition to necessary formal conversations like meetings and conferences) can help foster strong connections between team members. Sometimes I’ll send team members a quick text message or IM to check in and remind them I’m available if they need anything. 
  • Celebrate successes. In an environment where it can be easy to feel secluded, remember to personally thank team members for all they do to contribute to the goals of the organisation. 
  • Try new ways of connecting. It’s important that your virtual team doesn’t feel left out from events that may be occurring in the main office. Each year, my team holds a virtual holiday party where we all get together for an hour or so to bring our little community together and reflect on the year’s successes. 
  • Capitalise on face-to-face interactions. While travel is currently limited, when I’m able to visit a PeopleScout office or a town where a team member lives, I’ll always make a point to try to schedule a lunch or coffee break to catch up with colleagues in-person. 
  • Communicate purposefully. Be intentional when reaching out to people. Especially while we are all no doubt facing uncertainty, stress and anxiety about the current COVID-19 situation, be sure to remember to check in and make sure your team members are doing okay. We’re all facing this incredible challenge together, and your team members should feel that their manager truly cares. 

Another important engagement strategy is fostering company culture, which can be difficult to do successfully when not everyone is together in an office each day. At PeopleScout, we have our DNA culture principles which make us who we are. To ensure my team feels connected to these culture principles, I make a point to celebrate each of their individual characteristics. 

One of the beautiful things about having a virtual team is that it allows for a diverse workforce full of people with different backgrounds, talents, experiences, and points of view. Each person brings something unique to the team which continues to add value to our clients in ways that a small local team may not be able to.  

Remote Work is Here to Stay 

While at one time it may have seemed like a fleeting trend, remote work has proved it’s far from temporary. Virtual work has established itself as a workplace norm, and with the challenges brought upon by the outbreak of COVID-19, it doesn’t appear to be leaving anytime soon.  

It’s in the Numbers 

66% – A 2019 report by Zapier shows that 2 in 3 knowledge workers think the traditional office will be obsolete by 2030.  

69% – According to data from the Society for Human Resource Management (SHRM), organisations have increasingly offered telecommuting options over the last five years, with ad hoc telecommuting showing the greatest growth. At 69%, it’s up 13% from 2015. 

74% – 74% of U.S. knowledge workers would be willing to quit their job to work remote, and 26% have already done so, according to Zapier. 

It’s What Employees Want 

According to SHRM, just over a quarter of organisations already offer full-time telecommuting, so setting up a strong remote work system before the rest of the competition can help you stand out in candidates’ eyes.  

Virtual work has benefits for both employees and employers. The leading reasons employees want remote work options are to save money, to be able to work anywhere and have more time with family. Many employees also say they’re more productive at home, and this increased productivity carries over into the organisation. In addition, remote work can have a positive impact on the mental health of employees, leading to a stronger company culture and overall employee experience.  

Working Together Toward Remote Work Success 

As you implement a remote work strategy into your organisation, especially during these uncertain times, it’s important to lead your teams with a lot of understanding and grace. Establishing a successful work from home strategy is going to be a transition for all — and for some, not an easy one.  

Understand that life is going to happen. Doorbells may ring, dogs may bark or kids may yell down the hallway while you’re on video calls. However, it is through consistent communication and purposeful engagement that you and your team will be able to navigate this new normal together.  

To learn more about ways employers can respond to the coronavirus (COVID-19) outbreak, visit our Resource Centre. 

COVID-19 Series: Building a Modern Business Continuity Plan

Posted on by nfuqua

As organisations around the globe confront the challenges presented by the coronavirus (COVID-19) outbreak, even the most seasoned talent leaders find themselves in uncharted territory. We’re creating a series with our experts here at PeopleScout about the issues that are most pressing during this uncertain time.

We are focused on the safety of our employees and clients, friends, families and loved ones. However, it is important for many organisations to keep their talent acquisition functions moving – whether to provide essential services or to serve our communities by providing jobs. Many organisations are also now adapting to a newly virtual workforce.

In that spirit, we are sharing insights from PeopleScout Global Leader of Business Operations Cindy Cutaia on building modern business continuity plans.

Cindy brings more than 12 years of leadership and 20 years of industry experience in partnering with global organisations to build and deliver strategic, scalable talent acquisition solutions with a focus on operational and process excellence. In her current role, she is accountable for enabling operational effectiveness to support PeopleScout’s unparalleled commitment to clients, including supporting the execution of the strategic business plan and governance of the operational goals and priorities. Cindy’s role also includes executive leadership of PeopleScout’s global delivery centers in India.

Keeping Your Recruiting Team Engaged in the Midst of Uncertainty

Posted on by edyson

In the face of uncertainty, the very best employees and managers often confront issues head-on and come forward with bold solutions. As global uncertainty rises during the coronavirus (COVID-19) outbreak, now is the time for talent acquisition and HR leaders to keep their teams engaged.

If your team has planned to learn more about emerging talent acquisitions strategies to attract new talent, now may be an excellent time. You do not have to be an expert on each new recruiting technology or channel, but you do need to understand what is at available in the marketplace. Here are some tips to keep your teams engaged and provide value to your organisation amidst these challenging times.

Redefine Your Approach to Recruiting the Next Generation of Talent

Millennials, and up-and-coming younger generations, it almost goes without saying, have an entirely different approach to searching for jobs than previous generations. By extension, using the latest talent tech tools, recruitment marketing, social media platforms and mobile recruiting to attract and hire the next generation of talent is a must.

Experimenting with a new tech tool to see what may, or may not work, for your organisation’s needs, reviewing job application procedures to be sure you are not limiting the flow of qualified, but non-traditional, candidates into your pipeline, or perhaps partnering with your colleagues in the marketing department for help in refreshing your employment brand are all good uses of your team’s time. By looking at recruitment challenges from different perspectives, you may uncover fresh new solutions.

Develop Your Current Employees

There may be no better way of addressing uncertainty than recognising the potential of your current employees. Their experience and capacity to learn are valuable assets. When resources do not allow for adding new headcount, it’s even more vital to develop your current workforce so they can adapt to and fill your organisation’s evolving needs during a crisis.

What’s more, losing a top performer during uncertain times can mean significant headaches as the loss of productivity and knowledge may be hard to regain. Making your existing workforce more agile and resilient to changes in the environment can help your organisation thrive in uncertain times.

Be Creative

In a time of uncertainty, candidates may not always respond to traditional recruiting tactics, so you may need to be more proactive and creative in the ways your team connects with them.

Have your team think of some out-of-the-box, creative recruitment campaigns or ways to interact in a unique way with candidates. Perhaps consider expanding your use of video or images on your career site or reevaluate your use of language in job descriptions to capture the imagination of candidates.

Recruiters and their wealth of knowledge play a big role in uncertain times. With their unique perspective — on both the candidate’s and organisation’s needs, your recruiting team can help right the ship in the middle of the storm. This knowledge is paramount for any climate, especially when organisations need to navigate uncertainty and crisis.

COVID-19 Series: Keeping Candidates and Employees Safe with a Virtual Hiring Solution

Posted on by nfuqua

As organisations around the globe confront the challenges presented by the coronavirus (COVID-19) outbreak, even the most seasoned talent leaders find themselves in uncharted territory. We’re creating a miniseries with our experts here at PeopleScout about the issues that are most pressing during this uncertain time.

We are focused on the safety of our employees and clients, friends, families and loved ones. However, it is important for many organisations to keep their talent acquisition functions moving – whether to provide essential services or to serve our communities by providing jobs. Many organisations are also now adapting to a newly virtual workforce.

In that spirit, in this podcast, we share insights from PeopleScout Global Leader of Affinix Client Success and Strategy Allison Brigden on transitioning to a virtual talent acquisition solution.

Allison has been with PeopleScout since 1995 and has served in roles related to implementing and managing complex RPO programmes as well as operations and technology. In her current role, Allison focuses on leveraging technology to elevate the talent strategy and client success through Affinix, PeopleScout’s proprietary talent technology platform. Allison leads an Affinix Client Success Team and our strategic technology partnerships. The Affinix Client Success Team is focused on understanding our clients’ objectives with Affinix and creating positive outcomes. She also possesses a deep commitment to corporate social responsibility, with an emphasis on military veteran advocacy. Allison holds a bachelor’s degree from the University of Utah.

At PeopleScout, we’re all dealing with the same changes—working from home and recording these podcasts from a distance, so things may sound a bit different than you’re used to hearing.

COVID-19 Series: Advice for Keeping Employees Engaged During a Crisis

Posted on by nfuqua

As organisations around the globe confront the challenges presented by the coronavirus (COVID-19) outbreak, even the most seasoned talent leaders find themselves in uncharted territory. We’re creating a miniseries with our experts here at PeopleScout about the issues that are most pressing during this uncertain time.

We are focused on the safety of our employees and clients, friends, families and loved ones. However, it is important for many organisations to keep their talent acquisition functions moving – whether to provide essential services or to serve our communities by providing jobs. Many organisations are also now adapting to a newly virtual workforce.

In that spirit, in this episode, we are sharing insights from Andrea Brogger, TrueBlue’s Leader of the Global Human Resources team, on how to keep employees engaged when things are difficult.

Andrea is responsible for the overall HR strategy at PeopleScout, PeopleManagement and PeopleReady, including leadership development, diversity and inclusion, employee development, training and much more. She has more than 17 years of human resources experience and has changed the function, culture and impact of HR across TrueBlue to support its business goals and strategies, as well as the needs and aspirations of its 5,000 employees around the globe.

Andrea is passionate about talent management, engagement and development programmes that ensure that we have the right talent in the right roles at the right time. She holds a master’s degree in Business Administration as well as her executive master’s degree in Human Resources Management from Cornell University.

At PeopleScout, we’re all dealing with the same changes—working from home and recording these podcasts from a distance, so things may sound a bit different than you’re used to hearing.

COVID-19 Series: Advice for Working and Leading Teams from Home

Posted on by nfuqua

As organisations around the globe confront the challenges presented by the coronavirus (COVID-19) outbreak, even the most seasoned talent leaders find themselves in uncharted territory. We’re creating a miniseries with our experts here at PeopleScout about the issues that are most pressing during this uncertain time.

We are focused on the safety of our employees and clients, friends, families and loved ones. However, it is important for many organisations to keep their talent acquisition functions moving – whether to provide essential services or to serve our communities by providing jobs. Many organisations are also now adapting to a newly virtual workforce.

In that spirit, this episode shares insights from PeopleScout Client Portfolio Leader Chris Gould on strategies for working from home and leading teams from home.

Chris has over 20 years of experience in RPO, global talent acquisition leadership and consulting. He has proven success driving talent strategies and operations; building and developing global, diverse teams; and working with business leaders developing cost and availability strategies in mature and emerging markets. Prior to PeopleScout, Chris was formally the Global Head of Talent Acquisition for Black & Veatch and the Aon Corporation and held senior leadership roles with Accenture, Hewitt Associates, and Aon Hewitt. His global teams have been responsible for permanent and contingent hires in over 100 countries. He is a requested speaker on topics related to global talent acquisition, leadership, social networking, and human resources.

At PeopleScout, we’re all dealing with the same changes—working from home and recording these podcasts from a distance, so things may sound a bit different than you’re used to hearing.

COVID-19 Response Update

Posted on by Kate

At PeopleScout we are taking a people-first approach to our coronavirus (COVID-19) response because the health and well-being of our employees and clients around the globe is our top priority.

Our COVID-19 response team is continuing to evolve and adjust our internal policies in alignment with global, country and local health organisations as the situation evolves. Below please find a high-level overview of some of the measures we’ve taken to respond. Our complete COVID-19 response is available on our website.

  • Access to information –Our internal COVID-19 information hub provides employees with easy access to safety recommendations, the latest updates and answers to their questions.
  • Work from Home – Work from home policies have been enacted on a location by location basis and our employees have been equipped with both the technology and support needed to work from home.
  • Healthy Work Environment – Enhanced environmental hygiene measures are in effect in our office locations and we continue to reinforce protective measures recommended by global health authorities.
  • Travel Restrictions – International travel and non-essential domestic travel have been suspended and self-quarantine requirements are in place for anyone who has traveled to high-risk countries or who has had potential exposure.  
  • Business Continuity – Exercises to ensure our readiness to implement regional business continuity plans and client-specific protocols are ongoing and plans are being adjusted as the situation evolves.
  • Virtual TA Solutions – We are offering virtual interview solutions to support clients who have enacted no-contact hiring. We are also are ready with recruiter- on-demand solutions and can support contingent staffing needs through our MSP practice and our PeopleReady staffing brand.
  • Client Resource Center – We have developed a client resource center to provide you with up-to-date information on PeopleScout’s response to COVID-19 and useful information for managing through these uncertain times.  

As always, our commitment is to continue to deliver excellent service while communicating transparently. If you have any questions about PeopleScout’s response to COVID-19 or how we can help support your business, you can contact me at any time.

GO TO PEOPLESCOUT COVID-19 RESOURCE CENTER

PEOPLESCOUT’S RESPONSE TO COVID-19: Working Together to Prevent, Protect and Contain

Posted on by Kate

PeopleScout
Coronavirus (COVID-19) Response
March 17, 2020

At PeopleScout and the broader TrueBlue organisation, the health and well-being of our employees and clients around the globe is our top priority. We are operating with an abundance of caution to keep our employees and clients safe during the fast-evolving coronavirus (COVID-19) outbreak. We also stand committed to supporting our clients and suppliers through this time.

The PeopleScout and TrueBlue crisis response team is monitoring the situation closely both globally and locally in the UK and adjusting our internal policies in alignment with global, government and local health organisations.

Policy Approach: In setting policies and taking action related to the coronavirus, our intent is, at a minimum, to follow guidance from relevant authorities including the UK Government and NHS. When additional or more extensive actions are prudent in light of the nature of our operations, we will do more than the standard guidance suggests to safeguard our employees.

Information Sharing: We have established a coronavirus information hub for our employees to make it easy for them to stay informed and protected with access to safety recommendations, frequently asked questions and links to useful resources. In addition, we have a UK coronavirus email address for employees to raise their concerns and share information about their specific needs and risks. We also are producing a regular cadence of outbound communications to ensure our employees are kept up to date on policy changes and critical developments and how we are changing workplace practices to align with government direction. We have posted our coronavirus response statement on our website and will continue to update this in line with developments in the UK and global markets.

Healthy Work Environment: As part of our usual protocol, PeopleScout promotes a healthy work environment by encouraging sick employees to stay home and by providing office cleaning services and hygiene supplies such as hand sanitizers. As part of our coronavirus response, we have implemented enhanced environmental hygiene measures and are regularly sharing and reinforcing the measures recommended by the health authorities to help protect against coronavirus. Self-isolation practices are in place to contain any potential spread of the virus amongst employees.

Travel Policy: We have temporarily suspended international travel and have restricted all non-critical domestic travel. Employees who have traveled to high-risk areas will be asked to work from home. Our goal is to reduce the risk that anyone at PeopleScout might contract or inadvertently spread the virus. These policy changes are important steps to help minimise the spread of coronavirus. We will continue to monitor the situation and adjust this policy as additional information becomes available from world health authorities.  

Business Continuity: PeopleScout has well-planned and documented capabilities for continuing to provide world-class service to our clients no matter what challenges we may experience in our work environments. This includes crisis-management, emergency response and business continuity plans, as well as client-specific protocols. Our global delivery centers and virtual teams provide a great deal of flexibility about where work is performed, and our client-specific plans take into account our work sites as well as our clients.

Work From Home Policy: The vast majority of PeopleScout employees are equipped to work from home, which provides us with a great deal of flexibility in the event that the situation calls for worksite restrictions. Work from home protocols are part of our business continuity plans and will be implemented as needed at PeopleScout and client locations in the event of elevated risk, mandated social distancing measures or changes to client policies.

Each client team is now mostly working from separate locations, thereby reducing the risk of any single team becoming ineffective but, in the event that any team’s capability is significantly reduced, we have scheduled frequent internal calls to allow work to flow to resources in the business that will enable us to continue to deliver our normal services.

We have tested home working from all our key locations within client teams and have now implemented a work from home model for the majority of our employees at all of our facilities, ensuring that we can provide continuity of service for all of our customers and from our suppliers. Work from home protocols are part of our business continuity plans and are being implemented as needed at PeopleScout.

We have been in contact with our key suppliers including media and technology partners to ensure that, like us, they have planned for continuing operating effectiveness and we will continue to monitor their readiness and business continuity plans.

PeopleScout is committed to supporting our clients’ current needs and emerging needs through the coronavirus outbreak. First and foremost, our commitment is to continue to deliver excellent service while communicating transparently. That begins with regular sharing of our response to coronavirus and continues with ongoing communication about how coronavirus is impacting the markets in which we operate and sharing any specific threats to supply.

Additionally, many organisations have already experienced significant impact to business demand and operations. At PeopleScout and TrueBlue, we are committed to nimbly supporting our clients through this situation.

If you have a specific question related to your situation, please email coronavirus@peoplescout.co.uk and we will respond to you directly.

Tips for Working from Home

Posted on by skatz

During the coronavirus (COVID-19) outbreak, many companies are suggesting – or even mandating – all or certain groups of employees work from home until the spread of the virus can be slowed. For those who may not be used to working from home or being apart from their teams, the switch to virtual work can be quite an adjustment.

If your company is enacting a work from home policy to protect the health and safety of your employees and those around them, here are some helpful tips to stay productive – and mentally healthy – while working from home.

Technology First

If you don’t have the right technology in place, working virtually will not be possible. First, ensure that you have the basics covered: bring your laptop, charger, mouse, keyboard home with you to help make the transition to working from home as seamless as possible. Then, make sure you’re equipped with the applications you need to work from home. That could include messaging apps like Skype or Slack, video conferencing software like Zoom or GoToMeeting. Ensure that everyone working from home is clear on what the preferred methods to stay in contact are for your organisation or your specific team. Before beginning to work from home, it’s important to test your connectivity and ensure that everything you need is accessible from home.

Location, Location, Location

It’s important to have a space for working from home that will allow you to set your own boundaries. This means setting boundaries for children, pets, partners, roommates, etc. Encourage them to give you space while you’re working so that you can stay focused. Try to find a dedicated spot in your home that you can designate as your workspace – ideally a location that is not on the couch or in your bed! Treat your home office the same way that you would your actual office and discourage interruptions or intrusions to the best of your ability.

Talk to Me

Communicate now, more than ever. Discuss your working from home performance with your manager and ensure you’re clear on their expectations of you during this time. Make sure you stay connected via email, phone or instant messaging and keep any regular meetings you have scheduled while you’re working from home. Consider trying out video communications if you don’t normally use them – this can help you feel more connected at a time when social distancing is key. Remember that social interactions play a significant role in combating feelings of isolation and loneliness.

When Working From Home, Plan Ahead

Maintain your regular work hours and be sure to be available through phone, email and Skype – or whatever messaging platform you prefer – during that time. Take a few minutes at the end of each day to plan your priorities for the next day to help you stay on top of your schedule. In addition, when working from home it is important to have clear guidelines on when to work and when to call it a day to help maintain work-life balance. Putting your computer away at the end of the day can give you the space to recharge for the next day.

Break it Up

When you’re working from home, breaks are just as important as they are when you’re in the office. In addition, many people may find it helpful to stick to a structured daily schedule. That could include scheduling breaks, time away from your computer, playing with pets and eating meals. If it is possible and safe to do so, try to leave the house, talk a walk or get fresh air at least once during your workday. Avoid getting cabin fever while getting used to this new normal, even though it may be temporary.

Get Connected

Check in with your manager, team and others a couple of times a week if not more. Phone, email, Yammer and Skype – or any messaging platforms of your choice – are all great options to stay connected. In addition, using video chat or screen sharing functionality can help team members feel more engaged while working virtually. Employees who are working from home should know who to contact – like IT or a dedicated support team – if they need help with anything they need to work from home successfully. 

To learn more about ways employers can respond to the coronavirus (COVID-19) outbreak, visit our Resource Center.

Tips for Managing Virtual Employees

Posted on by skatz

While at one time it may have seemed like a fleeting trend, virtual and remote work has proved in recent years that it’s far from temporary. As we continue managing remote employees while returning to the office, it’s vital engagement with your workforce is effectively carried out.

If you are managing virtual employees, here are some helpful tips on ways to promote engagement and business continuity.  

Communication

When managing virtual employees, ensure your communication is effective and regular. Set guidelines for how your team should communicate with you, each other and those who they support inside or outside your business.

It’s important to continue holding any meetings that you would have before you began working virtually. That includes one-on-ones with direct reports, as well as ongoing team meetings. During the meetings, it may be helpful to discuss the following:

  • How are the tools you use as a team working for virtual workers? Are they handicapped by poor audio on Skype or do they struggle using any tools the team uses?
  • How could I better support you while you are remote?

Use a mix of structured and informal communication methods. Blend structured communication approaches, such as weekly check-ins via phone or video chat, with informal, real-time communication methods, such as Skype, Yammer, Teams, Google Hangouts, Slack, etc.

Structured communications ensure that is dedicated time to discuss the ongoing needs of direct reports, such as performance updates for newly virtual workers or the need for time off or modified schedules during this time where things are changing day-to-day and employees’ health is paramount. Informal, real-time communication methods can address immediate needs, like updates on tasks and deadlines.

  • When working remote, consider using video for one-on-one check-ins and coaching – especially if meeting face-to-face is something that you and your team are used to.
  • Encourage camaraderie through team communication. Newly remote workers may miss the opportunity to interact with teammates on a regular basis.

Keep your virtual employees informed about your business as restrictions ease and office based working opens up. Continue recognising anniversaries, birthdays and team wins, even if working remotely not a long-term plan.

Expectations and Accountability

It’s critical to establish clear expectations and accountability for each person. For example, letting your team know that everyone should be available on Skype (or your preferred messaging platform) during their regular work schedule. Depending on the role, you could also ask that each person puts a message on their Skype when they are taking their breaks.

Other examples of setting clear guidelines around virtual work expectations include:

  • Ask employees to create a dedicated workspace in their homes that will maximise productivity and ensure professionalism, e.g. free from noise and distractions.
  • Set expectations with your team on how you would like to review work and when, e.g. on a conference call or Skype, by a specific due date, etc.
  • Track work output, focusing on goals not activity. Determine how you will measure ongoing productivity and provide feedback during your virtual one-on-one sessions.
  • Schedule regular check-ins to gauge progress. Many teams may find daily stand-ups—aka daily scrums or huddles—are essential for productivity, transparency and collaboration. And, they hold everyone accountable for their daily tasks and ongoing projects.
  • Hourly employees should continue to take lunches and breaks, just like they would in the office.

System Access and Equipment

Ensure each person on your team has the equipment necessary to work effectively at home. If they have any questions or issues related to access and equipment, be sure that your IT and support teams are also prepared to deal with any support needed.

Whether your organisation will continue with remote working, fully return to the office or land somewhere in-between – it’s paramount to maintain a virtual open door. Letting employees know that they are being listened to, understood, and valued will produce a virtual workforce that’s engaged and ready to succeed.